Research On Employee Turnover Of Y Branch Of J Bank And Its Countermeasures

The financial reform brought by the rapid development of national economy has exerted great influence on the development of financial industry.The rapid development of foreign banks,Internet finance and other industries has also increased the competitive pressure of the traditional banking industry.Under the influence of macroeconomic development,the development speed of the domestic banking industry gradually slows down,and the overall revenue continues to decline,which also causes great troubles to the operation and development of commercial banks.The difficulties of the development of the banking industry lead to increased pressure on the front-line staff of banks.In addition,in the context of shrinking profits,many commercial banks have gradually reduced staff salaries and benefits in order to reduce operating costs,which has a negative impact on employees’ enthusiasm for work.At present,commercial banks are generally faced with the problem of employee turnover,which on the one hand disturbs the human resource management of commercial banks,on the other hand will cause certain constraints on the future development of commercial banks.J Bank is one of the provincial commercial banks in China.In recent years,the problem of frontline staff turnover is increasingly serious,while the current staff turnover rate of Y Branch is far higher than that of the same level branch.This thesis will make a comprehensive analysis of the employee turnover situation of the bank to form relevant optimization strategies.On the one hand,with a certain theoretical guidance and practical value.In this context,by referring to a large number of data and literature,the author systematically sorted out the research status at home and abroad,and sorted out the basic theory of the brain drain problem studied in this thesis.On this basis,combined with the data provided by the internal human resource management department of Y Branch of J Bank,the current situation of staff turnover of the bank is analyzed from three aspects,such as age,education background and type of post,and it puts forward a series of negative effects of staff turnover on Y branch of J Bank.In order to understand the causes of brain drain from multiple aspects,the interview survey was carried out on a number of former workers.Finally,it was concluded that low satisfaction with salary and treatment,high working pressure and other factors jointly caused the brain drain of banks.In addition,based on the Herzberg two-factor theory,the follow-up study conducted a questionnaire survey on the perception of on-the-job employees on job satisfaction from the aspects of health factors and motivating factors.Based on the above research,the reasons for brain drain in Y Branch of J Bank are summarized into three main aspects: internal factors of the bank,external environment factors and employees’ own factors.Finally,this thesis takes the effective improvement of employee satisfaction as the research basis,and finally forms various strategies such as optimizing salary incentive and performance appraisal system,establishing scientific training system,implementing internal job rotation system,etc.Besides,it also needs to improve enterprise competitiveness,accelerate the construction of talent echelon,introduce diversified recruitment mechanism to improve enterprise human resource management system,etc.Fundamentally avoid the brain drain of the bank,reduce all kinds of negative effects caused by brain drain,form the core competitiveness of human capital,and promote the long-term stable operation and development of Y Branch of J Bank.